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Trait like hurdles include personality traits such as

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Trait-likehurdlesinclude personalitytraits such as low emotionalstability,lowagreeableness and low openness to change and new experiences, which may constrainindividualsinthekindofcareeroptionsandjobstheywillconsider.Lowcoreseevaluations, such as low self-esteem, low self-efficacy and unclear career identity, maycause individuals to set lower resource-acquisition goals and to perceive their careers asless successful.CC48_CAREERS- AN ORGANISATIONAL PERSPECTIVE__JB_PRINT READY_3 September 2020.indb59CC48_CAREERS- AN ORGANISATIONAL PERSPECTIVE__JB_PRINT READY_3 September 2020.indb5903/09/202016:2003/09/202016:20
Careers:An organisational perspective60Motivationalhurdlesrefertoaweakinternalmotivationtobecomesuccessfullow likelihood of expending resources to achieve long-term career goals.An internalmotivation is essential in helping individuals persevere when they encounter setbacks.Skill-relatedhurdlesincludealackoftherequisiteknowledgeandskillsneedeadvance in a career, which limits the likelihood of attaining career success. Low educatiolevelandlowparticipationintraininganddevelopmentactivitieslimittheupskilliandlife-longlearningthatareessentialinfast-changingworkenvironments.Otheexamples of skills-related hurdles are: lack of international experience; few job positionchanges within an organisation; few employer changes over the career lifespan; and lacof diversity of work experience.Social network hurdlesrelate to an individual’s social capital. Little social capital (ie tlack of meaningful relationships within the workplace and with professionals outside thecompany and industry) results in individuals being disadvantaged in terms of learningaboutnewjobopportunities,successfullyobtainingthosepositions,andreceivingsponsorship from senior, experienced colleagues and mentors in the occupation.Organisationalandjob hurdlesrefer to the work environment,such as lack oforganisational support, lack of promotion opportunities, low job challenge and low skillsutilisation in the job, which either enables or disempowers individuals from achievingcareer success. Unfavourable organisational and job conditions may signal to employeesthat they are not valued members of the team and that they have limited prospects forfuture in the company.Research shows that employees’ subjective career success is especially influenced by theirperceptionsofcurrentjobandorganisationalconditions.Lowsubjectivecareersucceresults in job dissatisfaction, low organisational commitment and low work engagement.Organisations that take heed of employees’ career goals and needs and their experiencessubjective career success, and that provide organisational career support (see Chapter 8),generallybenefitfromemployeeswhohavehigherlevelsoforganisationalcommitmwork motivation and engagement, and job satisfaction(Ng & Feldman, 2014).

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Term
Fall
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The Land, Schreuder Coetzee

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